Innovation and Change in Organisation

Introduction:

Innovation is a crucial part of organisations that are associated with the continued success and improvement of the organisational framework. Innovation is the process of brings about effective changes in an organisation in order to make things better, faster and more useful in order to deal with the ever-changing market trend. This assignment is going to discuss the benefits and barriers associated with the change and innovation in Tesco Plc, the British multinational grocery and merchandise retailer. Moreover, this study will also discuss ways in which line manager of Tesco would overcome the barriers with reviewing, monitoring and planning of proper techniques. This assignment is going to discuss the importance of communication in order to implement the change and innovation in an organisation. Moreover, the assignment would also highlight the possible human impact on organisational change and innovation with special reference to Tesco Plc.

Benefits of change and innovation:

As stated by Hosking and Anderson (2018), change and innovation are important for organisations in order to deal with several aspects such as improving productivity. Align with the resources, combat the rivalries and promoting the new talent and creativity in an organisation. Tesco Plc is a UK based retail supermarket chain that prioritises implementation of innovative strategies and changes in the business framework to gain the overall organisational. There are several benefits of organisational change and innovation that assist the line manager of Tesco to lead the retail market with developing new ideas and market strategies that grab the customers. Organisational change and innovation associated with proper assessment and motivation in the assist the organisational staffs and manager of Tesco to achieve the desired goals. Innovation also develops customer value for Tesco, by providing a better solution of meeting customer needs. According to Beech and MacIntosh (2017), innovation employee increases organisational productivity by implementing new process and strategies. Tesco manager focuses on change management and innovation, in order to promote the new value and autonomy in organisational for the staffs. Moreover, through innovative strategies and changes in the existing organisational process, the line manager of Tesco can maintain the clarity and understanding of organisational roles and strategies partnership. Moreover, through using the innovative market strategies, Tesco is able to beat the strong competition from the potential rivals in the market such as Sainsbury, Morrison and Aldi. Innovation and change s in the manager process assist the line managers of Tesco to develop the proper risk assessment process in order to reduce the risk.

Barriers to change and innovation:

For developing the successful changes and innovation strategies in the organisational framework, Tesco line manager can face several barriers that are associated with the implementation of these changes and innovation. Limited understanding among the staffs, managers and higher official regarding the new processes, change management can be one of the most important barriers to them Line manager of Tesco. As mentioned by (), is the organisational staffs have limited understanding about the changes and its impact, then it would be difficult for them to adopt these changes easily. Moreover, the line manager of Tesco can face the negative attitude of employees in order to develop new processes and innovative marketing strategies in the company. According to (), the majority of the existing staffs in an organisational can dislike all these changes organisational changes as it can enhance their job insecurity. With the development of new strategies and change in the overall organisational framework, organisational may appoint a new employee who is efficient in handling these new processes. Another potential barrier that the line manager of Tesco Plc can face is strongly resistant to the organisational culture shift. Majority of the old staffs are used to with the older system and traditional process, which leads to them to pose a potential barrier against the implementation of innovation and changes in the organisation.

Overcoming barriers to change and innovation:

Tesco Plc prioritises to embrace the constraints in order to solve them with implementing process strategies and techniques. In case of the barrier to innovation and organisational change line manager of Tesco focuses on potential strategies. One of the most important strategies that Tesco line manager can follow is to make the staffs important part of these changes innovation, through proving them proper training and assessment process. On the other hand, Tesco plc can develop the reward system for innovation, in which staffs who can provide the creative ideas with and useful strategies, would be rewarded and honoured, this approach will help this organisation to motivate the staffs to embrace the changes and innovation. As stated by Khalili (2016), a reward system for innovation and change in organisational can assist organisational to encourage the staffs to accept the change and innovation processes. Moreover, Tesco plc can empower the middle managers. Line manager of Tesco can conduct training, assessment and empowerment for the middle managers of this organisation, in order to select them for promoting and driving the innovation and changes. Moreover, the line manager of Tesco needs to encourage the staffs and managers in order to embrace the constraints that are associated with the implementation of new process and changes in the organisation. Through providing proper training and assessment to staffs and managers Tesco plc can develop their skill and proficiency of organisational staffs in order to deal with the new system and processes.

Describing the review, planning and monitoring technique for managing the innovation and change:

Review:

The review is an important process, in which organisation can analyse, organise, collect and interpret the important information in order to understand the usefulness of each process and system (Lertxundi et al. 2019). In the case of Tesco plc, the line manager can use different review process in order to gain information about whether the changes and innovative strategies that this organisational have taken are useful for the organisational structure and functions, the techniques are online employee feedback, online communication with middle managers and regular meeting with the departmental managers and staffs. Through using these techniques, line manager of Tesco would be able to get the proper information about the usefulness of the changes and innovation in the organisation, employee acceptability of these changes and employee reaction on the implementation of these changes.

Planning:

Proper planning is important for managing the changes in the organisation (Niedderer et al. 2016). Line manager of Tesco plc needs to make a useful plan in order to manger the changes and innovative strategy into the organisational practice. The planning includes improving employee efficiency through training, proper allocation of organisational resources implementing new strategies that will along with the organisational goals, reducing risk associated with the changes and reduce the process time. Through planning these processes, the line manager of Tesco can make proper management of newly developed process and system into the organisational in order to develop the organisational productivity and improve the overall organisational structure.

Monitoring:

Tesco Plc can develop different monitoring process such as employees feedback process, online communication system, CCTV surveillance and meeting and face to face communication with the staffs and employee of the organisation. Through this feedback process, the line manager of Tesco would be able to get proper feedback from the staffs about the usefulness of changes and strategies in the organisation. Moreover, the feedback process also assists the Tesco line manager to determine whether any further change needs to be done in the organisational for reducing the risk associated with the changes.

Importance of communication in implementing change and innovation:

Communication is important for implementation changes and innovation in an effective way (Pot et al. 2016). Lien manager of Tesco Plc can use online communication through email social media; wed conferring and video chat, in order to interact with staffs at any time. Through online communication with the staffs, the line manager can easily get information about whether the changes and innovation are accepted by the staffs and where the staffs are able to adapt to these changes. Moreover, through offline communication, such as conducting face to face meeting, conference and official; interaction with the middle managers, supervisors and executives of a different department, the line manager of Tesco can gain important information regarding the organisational changes. Moreover, regular communication with departmental managers, the line manager of Tesco can determine the risks that are associated with these changes. This process assists the manager to make prior strategies in order to eliminate the risk.

Possible human effects of innovation and change:

After implementing effective changes and innovation into the organisation, organisational people such as staffs, managers, authority and higher official have the potential impact on these changes (Simpson, 2016). For Tesco plc, positive impact that the organisational gain from team, staffs and managers are collaboration, employee engagement and synergistic work. If the team members and staffs are highly supportive of each other and have a robust approach towards the changes, this can pose a positive impact on innovation and changes in Tesco. On the other hand, inner conflicts, misunderstanding among the staffs can pose a negative impact of the cages and innovation in Tesco. Poor employee engagement, lack of proper skill and knowledge and misunderstanding making the staffs and manager can interfere with the proper implementation of the changes and innovative approaches into the organisation (Totterdill and Exton, 2017). Therefore, the line manager of Tesco needs to focus on developing employee skill, their collaboration and proficiency level in order to implement the changes into organisational in an effective manner.

Conclusion:

This study concludes that innovation and change is an important part of the organisation. Tesco plc focuses on implementing the innovation in order to improve its productivity, develop new skill and creativity and implementing new process and innovative strategies into the organisational management system. Although there are several barriers associated with these changes, the Tesco line manager can deal with these barriers through implementing useful strategies. Moreover, organisational people have the potential impact on the usefulness of these changes which affect the overall, success of the innovation.

Reference list:

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